Question 1

Why are employers adding fertility and family building benefits?

Accepted Answer

Fertility and family building benefits have become a key talent attraction and retention tool, particularly for employers competing for younger workers. 1 in 8 couples experience infertility, and fertility treatments (IVF, egg freezing, surrogacy) can cost $15,000–$50,000 out of pocket. Employers who offer fertility benefits report higher employee satisfaction, lower turnover, and improved diversity outcomes (fertility benefits support LGBTQ+ family building). The cost is typically $1–$5 PEPM for most employer groups.

Question 2

What is the difference between a fertility benefit and a fertility management program?

Accepted Answer

A fertility benefit simply covers fertility treatments (IVF, IUI, egg freezing) through the health plan, typically with a lifetime maximum ($10,000–$50,000). A fertility management program (offered by vendors like Progyny, WINFertility, and Carrot Fertility) provides clinical guidance, evidence-based treatment protocols, center of excellence networks, and care navigation in addition to coverage. Fertility management programs typically achieve better outcomes (higher live birth rates, fewer multiple births) and lower total costs than unmanaged fertility benefits.

Question 3

What is a smart cycle in fertility benefits?

Accepted Answer

A smart cycle (pioneered by Progyny) is a unit of fertility benefit coverage that covers a complete treatment cycle — all medications, monitoring, procedures, and embryo transfers — rather than a dollar maximum. Smart cycles eliminate the perverse incentive to transfer multiple embryos (which increases multiple birth risk) by covering the full cost of a single-embryo transfer plus a frozen embryo transfer if the first transfer fails. Smart cycles improve outcomes and reduce NICU costs from multiple births.

Question 4

How do I evaluate fertility benefit vendors for my employer group?

Accepted Answer

Key evaluation criteria: clinical outcomes data (live birth rates per cycle, multiple birth rates, miscarriage rates), center of excellence network quality, care navigation model (dedicated care advocates vs. call center), coverage scope (IVF, IUI, egg freezing, surrogacy, adoption, donor services), LGBTQ+ inclusivity, medication management, and PEPM cost. Request outcomes data benchmarked against national averages and references from current employer clients of similar size.

Question 5

What fertility benefits are most commonly offered by employers?

Accepted Answer

The most common fertility benefits are: IVF coverage (offered by 42% of large employers), fertility diagnostic testing, IUI coverage, egg freezing (offered by 27% of large employers), and fertility medications. Less common but growing benefits include: surrogacy assistance, adoption assistance, donor egg/sperm coverage, and genetic testing (PGT). Employers typically start with IVF coverage and a lifetime maximum, then add a fertility management vendor to improve outcomes and control costs.

Fertility & Family Building Vendors